Beruflich Dokumente
Kultur Dokumente
CHAPTER 14
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5. Explain how management and unions negotiate contracts. 6. Summarize the practice of contract administration. 7. Describe more cooperative approaches to labor-management relations.
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Role of Unions
In the U.S., most workers act as individuals to select jobs that are acceptable to them and to negotiate pay, benefits, flexible hours, and other work conditions. At times, workers have believed their needs and interests do not receive enough consideration from management. One response by workers is to act collectively by forming and joining labor unions.
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Most national unions are affiliated with the American Federation of Labor and Congress of Industrial Organizations (AFL-CIO).
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Figure 14.2: Union Membership Density among U.S. Wage and Salary Workers, 1973-2009
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Goals of Management
Management goals are to increase the organizations profits. Managers tend to prefer options that lower costs and raise output. When an employer has recognized a union, managements goals continue to emphasize restraining costs and improving output. Managers prefer to keep their organizations operations flexible.
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Goals of Management
(continued)
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(continued)
The survival and security of a union depend on its ability to ensure a regular flow of new members and member dues to support the services it provides. Unions place high priority on negotiating two types of contract provisions that are critical to a unions security and viability:
Checkoff provisions
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(continued)
Membership Security Closed shop Union shop Agency shop Maintenance of membership
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Goals of Society
The activities of unions and management take place within the context of society. Societys values drive the laws and regulations that affect labor unions. Societys goal for unions is to ensure that workers have a voice in how they are treated by their employers.
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Right-to-work laws: state laws that make union shops, maintenance of membership, and agency shops illegal.
National Labor Relations Board (NLRB): Federal government agency that enforces the NLRA by conducting and certifying representation elections and investigating unfair labor practices.
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Table 14.1: What Supervisors Should and Should Not Do to Discourage Unions
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Union Strategies
Organizers call or visit employees at home to talk about issues like pay and job security. Offer workers associate union membership. Conduct corporate campaigns. Negotiate employer neutrality and card-check provisions into a contract.
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Union Decertification
Taft-Hartley Act made it possible for employees to decertify a union Essentially the reverse of the process that employees must follow to be recognized as an official bargaining unit Employees have used decertification petitions with increasing frequency and success
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Decertification Procedure
At least 30 percent must petition for election Petition submitted 60-90 days prior to expiration of current contract Schedule decertification election If majority votes against union, employees will be union free
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Collective Bargaining
In collective bargaining a union negotiates on behalf of its members with management representatives to arrive at a contract defining:
Recognition Management Rights Union Security Compensation and Benefits Grievance Procedure Employee Security
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Test Your Knowledge: Which of the Following is an Unfair Labor Practice (ULP)?
1. Enforcing disciplinary policies only to those who have expressed interest in a union 2. Showing employees articles about negative aspects of unions that occurred elsewhere 3. Email employees asking them to respond with how they plan to vote in the union election 4. Tell employees the disadvantages of having a union 5. Enforcing disciplinary policies when deserved to a pro-union employee 6. Promise employees an additional week of vacation if they vote against the union
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Alternatives to Strikes
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Contract Administration
Contract Administration Includes carrying out the terms of the agreement and resolving conflicts over interpretation or violation of the agreement. Grievance Procedure The process for resolving unionmanagement conflicts over interpretation or violation of a collective bargaining agreement.
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Labor-Management Cooperation
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Summary
A union is an organization formed for the purpose of representing its members in resolving conflicts with employers. Labor relations is the management specialty emphasizing skills that managers and union leaders can use to minimize costly forms of conflict and to seek win-win solutions to disagreements. Management goals are to increase the organizations profits. Managers generally expect that unions will make these goals harder to achieve.
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Summary
(continued)
Labor unions have the goal of obtaining pay and working conditions that satisfy their members. They obtain these results by gaining power in numbers. Societys values have included the hope that the existence of unions will replace conflict or violence between workers and employers with fruitful negotiation. In contrast to the traditional view that labor and management are adversaries, some organizations and unions work more cooperatively.
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